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Human Resource Management | Purpose And Function

Assignment 1

1.1 Explanation of the purpose and function of Human Resource Management applicable for Morrison’s in planning of workforce and resource

The main purpose of Human Resource Management for large-scale organisation like Morrison’s is to ensure that all the employees at different level are able to provide the best performance in order to improve the overall productivity of the company. As mentioned by Thirkell and Ashman (2014), it is essential for large scale business organisation like Morrison’s to have effective level of coordination within the employees. This can help them to actively achieve all forms of organisational objective, which is mainly based upon providing better quality of customer service.

Being one of the largest supermarket retail units, Morrison’s has to manage a huge number of employees that is currently estimated to be around 127,000. The purpose of Human Resource policy is to ensure that all the workers are able to get proper training, which is needed for them to improve that communication skill with all types of customer. They also need to show professional attitude toward the customer while dealing with any kind of business issues. The human resource policy can also help to improve upon the relationship between the employee and employer. This is believed to be one of the major factor that can help to improve upon the workplace reputation of the company and able to maintain a healthy environment. This is highly required to motivate the working capability of employees at individual level (Brewster and Hegewisch, 2017).

According to Thirkell and Ashman (2014), the main functions performed by Morrison’s are defined in terms of benefits and compensation. This would also help in to establish a key relation between the labour and the employee. However, the function defined for planning in workforce and resour ........

hat all the employees at different level are able to provide the best performance in order to improve the overall productivity of the company. As mentioned by Thirkell and Ashman (2014), it is essential for large scale business organisation like Morrison’s to have effective level of coordination within the employees. This can help them to actively achieve all forms of organisational objective, which is mainly based upon providing better quality of customer service.

Being one of the largest supermarket retail units, Morrison’s has to manage a huge number of employees that is currently estimated to be around 127,000. The purpose of Human Resource policy is to ensure that all the workers are able to get proper training, which is needed for them to improve that communication skill with all types of customer. They also need to show professional attitude toward the customer while dealing with any kind of business issues. The human resource policy can also help to improve upon the relationship between the employee and employer. This is believed to be one of the major factor that can help to improve upon the workplace reputation of the company and able to maintain a healthy environment. This is highly required to motivate the working capability of employees at individual level (Brewster and Hegewisch, 2017).

According to Thirkell and Ashman (2014), the main functions performed by Morrison’s are defined in terms of benefits and compensation. This would also help in to establish a key relation between the labour and the employee. However, the function defined for planning in workforce and resource for Morrison’s include:

1. Strategy helps the HR to improve the bottom line of the company with knowledge as how the human capital affects the success of an organisation.

2. Compensation helps the specialist HR to develop a realistic compensation structure, which would set out the company’s wages that are quite competitive in the business area (Antonioli et al. 2013).

3. The benefits specialists could reduce company’s costs that are associated to turnover, hiring and replacement workers. These are very important to the organisation because they are skilled and are heavily expertise to negotiate the group’s benefit and packages for employees (Jackson et al. 2014). . 

4. Safety also has an implication to provide effective working conditions because HR area would manage the compliance of Health Administration regulations and safety by the time.

5. Liability for HR relations specialist minimizes organisation exposures that are mostly related to allegation of the unfair employment practices.

1.2 Strengths and weaknesses of recruitment process that are implemented by Morrison’s

One of the major organisational goal of Morrison’s is to provide high quality of customer service, which is believed to be one of the major factor for the success of the company over past several years. The recruitment process within the company is entirely based upon the communication skill of the candidate. This is one of the major strength due to the fact that with better level of communication it is possible for them to provide the best quality of customer service (Beardwell and Thompson, 2014). As the company is currently operating in one of the toughest level of competitive environment, it is highly essential for them to provide better customer service. It is also one of the major goal of the company to invest proper timing that is needed to improve upon the working capability and skill development of each employee. Hence, selection process is based upon the fact that will help employees to deal with all kinds of organisational change that is implemented in order to deal with the changing environment of Retail Industry in UK.

On the other hand, one of the main weaknesses of the recruitment process implemented by the company is due to the fact that it is highly dependent upon online selection procedure. However, as mentioned by Sparrow et al. (2016), it is not possible for a business enterprise to completely evaluate the capability of a candidate through online selection procedure. In many cases, there is also the risk of getting fake document which is highly difficult to verify in online selection procedure. Moreover, as the selection procedure of Morrison’s is entirely based upon the communication skill of the candidate that narrows down the opportunity of the company to employ candidates belonging from different cultural background.

Strengths

1. This mainly involves the managerial involvement in case of recruitment policy to allow departmental managers in developing guidelines for new candidates.

2. Company growth is also important to understand the intricacies of future needs to develop the job listings in conjunction to fill existing position of the organisation (Marchington et al. 2016).

Weaknesses

 

1. Enticement could be a disadvantage during process of recruiting and selection to keep enticements offered by industry competitors (Sparrow et al. 2016).

2. Location could also be a major weakness because if the company tries to choose its location base, the availability of a reliable workforce could no longer be that relevant for a business model.

1. 3 Assessment of the function of HRM that can help to provide talent and skill needed for the business objective of Morrison’s

As mentioned in the previous section one of the essential skill needed for being recruited in Morrison’s is related to the communication and interactive skill of the employee. The human resource manager of the company aims to maintain a healthy environment within the organisation, which is believed to provide strong motivational support to the Employees at different crisis.

As mentioned by Marchington et al. (2016), it is highly necessary for the Human Resource Department for large scale business organisation to provide regular training to the entire employee at different level, which is necessary to incorporate new skill among the workers. It can also help to evaluate up on the performance level of individual employee that can make possible to identify the weakness and strength of individual workers.

However, this is mainly enticed by keeping out the availability of the competent goals for an organisation, and the specific objective to provide talent and skill include:

  • Human Capital would assist the organisation by obtaining right employee numbers in order to fulfil the criteria of operational goals.
  • Developing organisational climate that could utilize skills to employ working abilities maintain efficiently (Beardwell and Thompson, 2014).
  • Help to maintain the performance standards for increasing productivity through job design, and providing performance by ensuring two-way communication.

1.4 Evaluation of the strengths and weakness of different selection procedure implemented in Morrison’s

As the company is able to maintain a strict policy based upon the communication skill and ability of the candidate to quickly change with business environment, it is possible for them to get the best working candidate in UK (Jackson et al. 2014). It is also believed that Morrison’s is currently one of the top recruiter in the economic development of the country. High quality of customer service, which is mainly possible due to effective working capability, will allow the company to deal with all kind of competitive challenge. On the other hand, the major weakness can be evaluated from the fact that there have been many reported cases of fraud candidate being selected within the organisation. This was mainly possible due to the fact that the company is mainly dependent upon online selection procedure and hence it is not possible for them to effectively verify the official documents provided by the employee in the form of work experience and qualification.

1.5 Critical evaluation of the strength and weakness of existing recruitment process in Morrison’s

Being one of the top recruiter in the economy of UK, it is highly essential for Morrison’s to properly incorporate the genuine working capability of an employee before they are being recruited within the organisation. Antonioli et al. (2013), have highly opposed about the fact that most of the current business organisations are entirely dependent upon online selection procedure of the employees. As mentioned about the fraud cases that is possible due to online selection procedure, it is highly important for the human resource manager of Morrison’s to ensure proper verification before employee recruitment. Nevertheless, one of the major challenges in the context is due to the fact that the company gets huge number of application every year and hence, it is not possible for the Human Resource Department to properly identify all cases related to fake information provided by the employees.

Nevertheless, it is also important to mention that the strength of the recruitment process, which is based upon the ability of an employee to manage organisational change, can help the company to provide competitive edge. This is highly essential in the context of the modern day business environment, which is witnessing fast change due to change in the demand of the customer (Brewster and Hegewisch, 2017). In terms of the competitive strengths and weaknesses the company faces, the change in organisation can be subdued readily to make an implication, and for Morrison, new strategies and functions should be worked out.